Todays Opportunities - Smarter Decisions to Talent

Globalization and e-connect have ensured that risk is no longer confined to one company, country or continent. The sub-prime mortgage crisis is just one instance of how risk can spread. The regulatory burden is also growing as new laws are introduced and older laws, like the Foreign Corrupt Practices Act are more rigorously enforced throughout the globe. But, some of the risk management systems that have been put in place have actually made companies more vulnerable; they have been designed to address what went wrong yesterday, not what might go wrong now or tomorrow! Some other companies have also adopted a piecemeal approach to risk management.

That is where we come in, we approach every assignment holistically. We listen to your specific concerns and advise you on how best to address these concerns, given your risk appetite. The following are included in how we can help you:

• Define the kinds of risk and amount of risk you’re willing to tolerate
• Link management risk appetite to the business strategy and operations, so that you can choose the risks which offer the greatest commercial potential without adversely affecting the level of compliance you have set for your organization
• Make the changes required to ensure that every business unit/function in your organization consistently makes decisions about risk that conform to your risk appetite
• Improve the consistency and efficiency of your systems and processes for risk control.
  

Managing business performance
All managers need information to guide their financial and operational decisions and help them get everyone pulling in the same direction. But, with globalization and e-connect, many businesses have become more geographically dispersed, more complex and thus more difficult to manage. The regulatory burden is also growing, and e-connect is forcing public companies to become more transparent.

Corporate Performance Management (CPM) provides the avenue for translating a company’s strategy into measurable targets that can be monitored and evaluated. CPM gives senior executives a real-time picture of how the organization is actually performing relative to its targets, so they can make needed changes as quickly as possible and ensure the changes “connect” by linking them to the way employees are evaluated and remunerated.
LET US HELP:

Our approach enables businesses to integrate their financial and non-financial systems and processes in achieving sustainable improvements in performance. we can:

• Create effective corporate performance management tools
• Design and build robust business intelligence systems
• Identify the most appropriate measures for financial, operational and regulatory performance
• Increase the efficiency and frequency of your reporting processes
• Improve the reliability of prospective information, including budgets and rolling forecasts
• Develop corporate scorecards to evaluate your performance and drive improvements
• Link your organizational targets with your employee evaluation and remuneration policies to ensure lasting change.

Everyday, Ladlas Prince personnel apply what we call "thinking global, acting local" on behalf of our clients and within our own organization to meet those business challenges and evolve as true leader.

Managing people, talent and change
Work environment is changing; outsourcing, international mobility, talent shortages, new labor laws, globalization, shifting demographics, aging workforce, where, how, and for whom people work are changing and transforming company structures and cultures. Over the next decade, the convergence of dominant business, demographic, and social trends will accelerate the changes sweeping through today’s workplace.

Human Resources (HR) function is changing too, and HR leaders are under more pressure than ever to demonstrate results from their workforce practices and policies. Good business leaders recognize the connection between business performance and the people within their organization. They understand that people-related issues need to be at the heart of the boardroom agenda, and therefore HR managers are being encouraged to implement people strategies that support the organization’s business objectives and increase accountability and transparency around people management and reporting. Bottom-line, hr is increasingly seen as a strategic linchpin that needs to work closely with operations, finance, and other corporate departments to help drive business strategy and success.

Our HR consulting focus on three core issues: international mobility, reward, and personnel management. We work with organizations of every size and in many different industries to meet a wide range of personnel challenges, including:

• Attracting, motivating, and retaining of employees
• Benchmarking and measurement
• Employee benefits and compensation programs including pensions
• Executive compensation and HR governance
• Global work force mobility and expatriate planning
• Transaction-related human resource issues
• HR function effectiveness and service delivery

Managing Talent & Retain
The new e-connect world is changing the way we work with global sourcing, collaborative innovation, flexible networks of employees and contractors, the workplace is becoming much more fluid, and today’s workers have higher expectations than their predecessors, therefore, attracting and retaining good people is more difficult than ever. E-connect, is also accelerating the speed at which change takes place; for example, there is a parallel change between employees turnover and decreasing turnaround times for many goods and services, as a result of soaring number of deals from the rapid push into emerging markets.

These trends are influencing the way in which companies organize themselves and transform the role of the human resources function. Recognizing that people have a major bearing on how business performs, senior executives are encouraging HR managers to adopt a more strategic perspective. They are turning to the HR function for people policies that will support their business objectives and reporting systems that will clarify the connection between employees and the business profit. We can help!:

• Assess and improve your attractiveness as an employer
  Attract, motivate and retain the right employees
• Develop effective employee compensation and benefits schemes
• Quantify the contribution your employees make
  Manage major change programs and ensure that the changes work
• Benchmark your HR function against those of your competitors
• Develop the internal resources to manage HR issues proactively